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Motivation and Non-Physical Environment in Improving Employee Performance Sevilla, Vilma; Novialumi, Anita
Economic: Journal Economic and Business Vol. 4 No. 4 (2025): ECONOMIC: Journal Economic and Business
Publisher : Lembaga Riset Mutiara Akbar (LARISMA)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56495/ejeb.v4i4.1292

This study uses a quantitative approach to analyze the influence of the non-physical work environment and work motivation on employee performance at Rai Fitness Bali. A total of 53 employees became respondents in this study. Based on the results of the regression analysis, it is known that the non-physical work environment and work motivation have a significant effect on employee performance, both partially and simultaneously. The results of the F test indicate that both variables jointly influence employee performance, while the t test shows a positive effect with a significance value of less than 0.05. The R² value of 0.748 indicates that the non-physical work environment and work motivation are able to explain 74.8% of the variation in employee performance, while the rest is influenced by other factors outside the research model. Thus, this study confirms that companies need to strengthen employee work motivation and create a conducive non-physical work environment to encourage optimal performance improvement.

Motivasi Dan Pemberdayaan Perempuan Dalam Memulai Dan Mengelola Usaha Di Wilayah Aren Jaya – Bekasi Timur Novialumi, Anita; Supardi, Supardi; Moelyo Adhi, Triyogo; Dwita, Febrisi
Jurnal Pengabdian kepada Masyarakat Nusantara Vol. 5 No. 1 (2024): Jurnal Pengabdian kepada Masyarakat Nusantara (JPkMN)
Publisher : Lembaga Dongan Dosen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55338/jpkmn.v5i1.2907

Pemberdayaan perempuan dilakukan dalam usaha untuk meningkatkan pertumbuhan ekonomi. Agar dapat bersaing, perempuan diharapkan memiliki kemandirian dan rasa percaya diri untuk melakukan perubahan dalam kehidupan mereka sendiri. Pengabdian ini bertujuan untuk memberikan pengetahuan dan keterampilan kepada perempuan berusia produktif khususnya ibu-ibu PKK yang berlokasi di Kelurahan Aren Jaya dan sekaligus memanfaatkan peluang bisnis di era digital. Dalam konteks ini, penting bagi perempuan memiliki peluang dan peran yang setara untuk kontribusi dalam meningkatkan perekonomian keluarga, sehingga mereka dapat mencapai kemandirian ekonomi. Program ini melibatkan 30 perempuan berusia produktif, yang masuk dalam anggota PKK kelurahan Aren Jaya – Bekasi Timur, yang kemudian dalam kegiatan ini dilaksanakan melalui beberapa tahap, tahap pertama yaitu pemetaan usaha yang dapat membantu perekonomian perempuan. Tahap kedua adalah tahap pelaksanaan, sementara tahap ketiga adalah evaluasi untuk memastikan para peserta memiliki panduan yang memadai dalam memulai atau mengembangkan usaha mereka. Hasil kegiatan ini menunjukkan bahwa setelah mendapatkan pengetahuan dan keterampilan, sebagian besar peserta (75%) memiliki motivasi tinggi untuk memulai dan mengembangkan usaha.

The Impact of Job Stress, Organizational Culture, Work Motivation on Turnover Intention of Pramusapa Employees Gea, Fifi Jayanti; Novialumi, Anita
Reviu Akuntansi, Manajemen, dan Bisnis Vol. 5 No. 2 (2025): Desember
Publisher : Penerbit Goodwood

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/rambis.v5i2.5426

Purpose: This study aims to investigate the relationship between employee turnover intention in the service industry, namely PT Putratama Satya Bhakti, and job stress, organisational culture, and work motivation. Methodology: This study was carried out at the outsourced services provider PT Putratama Satya Bhakti. A standardised questionnaire disseminated via Google Forms was used to gather quantitative data from 85 employees. SPSS version 29, which includes multiple linear regression analysis and validity and reliability evaluations, was used to do the analysis. Results: The study found that work stress significantly increases turnover intention, while a positive organizational culture reduces it. Work motivation also shows a significant positive relationship with turnover intention, indicating that motivated employees may still consider leaving if their expectations are unmet. Conclusion: Partially, work stress has a significant and positive effect on turnover intention of pramusapa employees, organizational culture has a significant and negative effect on turnover intention of pramusapa employees, work motivation has a significant and positive effect on turnover intention of pramusapa employees. Simultaneously, the three variables have a significant effect on turnover intention. Limitations: The study's reliance on self-reported data from one organization is one of its limitations; it may not fully capture the dynamics of turnover intention in other sectors or businesses. Contribution: Theoretically, this study enriches the literature on psychological and organizational factors that influence turnover intention. Practically, the results provide input for HR practitioners and organizational leaders in designing effective retention strategies, especially in the service industry.

Empirical Study of Emotional Intelligence and Work Ethic among Bekasi Environmental Office Employees Putri, Miftah Auliyah Sukma; Novialumi, Anita
Reviu Akuntansi, Manajemen, dan Bisnis Vol. 5 No. 2 (2025): Desember
Publisher : Penerbit Goodwood

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/rambis.v5i2.5430

Purpose: This study investigates the impact of emotional intelligence and work ethic on the performance of State Civil Apparatus (ASN) at the Environmental Service Office of Bekasi City. Given the increasing demand for effective public service, understanding the role of non-technical factors in enhancing employee performance is essential. Methodology/approach: This research employs a quantitative approach, involving 126 operational employees as respondents. Data were collected through a structured questionnaire and analyzed using multiple linear regression with SPSS version 29. The study utilized non-probability sampling to select participants from the operations division. Results/findings: The results demonstrate that both emotional intelligence and work ethic have a statistically significant and positive influence on employee performance. This is evidenced by an F-value of 180.729 (Sig. = 0.001), indicating a strong combined effect of the two variables. Conclusion: Both of emotional intelligence and work ethic are critical determinants of ASN performance. Therefore, enhancing ASN performance requires more than technical competence; it necessitates the development of personal attributes and behavioral values that foster emotional regulation and ethical conduct. Limitations: This research is limited to operational employees of the Bekasi City Environmental Agency with a quantitative approach, and only includes variables of emotional intelligence and work ethic. The results cannot be generalized to other agencies or sectors. Contribution: Studies in human resource management that have focused on the impact of EQ and WORK ETHIC on productivity have benefited from this new data. In an attempt to boost ASN performance by enhancing emotional components and work ethic, these results are helpful for government organizations.

The impact of compensation on job satisfaction: Work experience and education relationship Novialumi, Anita; Winata, Siti Dewi
Annals of Human Resource Management Research Vol. 5 No. 3 (2025): September
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v5i3.2888

Purpose: To explore the effect of compensation on job satisfaction by mediating the relationship between work experience and education among manufacturing workers in Bekasi City's food and beverage industry. Methodology: A quantitative approach with non-probability sampling. Data from 180 participants were analyzed using Structural Equation Modeling – Partial Least Squares (SEM-PLS) through SmartPLS to assess variable relationships. Results: Work experience is positively associated with higher income and greater job satisfaction. Education likewise shows a significant positive relationship with salary and satisfaction. In addition, work-life balance enhances satisfaction. Furthermore, compensation operates as a mediating mechanism linking work experience and education to job satisfaction, indicating that gains from experience and education translate into satisfaction through pay. Conclusions: Compensation plays a pivotal mediating role in translating work experience and educational background into job satisfaction. Implementing competitive and equitable compensation strategies can effectively enhance job satisfaction among workers in the food and beverage manufacturing sector. Limitations: Non-probability sampling and focus on Bekasi City's food and beverage sector limit the generalizability of results. Contribution: Provides useful insights for HR managers and contributes to human resource management and organizational behavior literature on compensation and job satisfaction.

The Impact of Job Stress, Organizational Culture, Work Motivation on Turnover Intention of Pramusapa Employees Gea, Fifi Jayanti; Novialumi, Anita
Reviu Akuntansi, Manajemen, dan Bisnis Vol 5 No 2 (2025): Desember
Publisher : Penerbit Goodwood

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/rambis.v5i2.5426

Purpose: This study aims to investigate the relationship between employee turnover intention in the service industry, namely PT Putratama Satya Bhakti, and job stress, organisational culture, and work motivation. Methodology: This study was carried out at the outsourced services provider PT Putratama Satya Bhakti. A standardised questionnaire disseminated via Google Forms was used to gather quantitative data from 85 employees. SPSS version 29, which includes multiple linear regression analysis and validity and reliability evaluations, was used to do the analysis. Results: The study found that work stress significantly increases turnover intention, while a positive organizational culture reduces it. Work motivation also shows a significant positive relationship with turnover intention, indicating that motivated employees may still consider leaving if their expectations are unmet. Conclusion: Partially, work stress has a significant and positive effect on turnover intention of pramusapa employees, organizational culture has a significant and negative effect on turnover intention of pramusapa employees, work motivation has a significant and positive effect on turnover intention of pramusapa employees. Simultaneously, the three variables have a significant effect on turnover intention. Limitations: The study's reliance on self-reported data from one organization is one of its limitations; it may not fully capture the dynamics of turnover intention in other sectors or businesses. Contribution: Theoretically, this study enriches the literature on psychological and organizational factors that influence turnover intention. Practically, the results provide input for HR practitioners and organizational leaders in designing effective retention strategies, especially in the service industry.

Empirical Study of Emotional Intelligence and Work Ethic among Bekasi Environmental Office Employees Putri, Miftah Auliyah Sukma; Novialumi, Anita
Reviu Akuntansi, Manajemen, dan Bisnis Vol 5 No 2 (2025): Desember
Publisher : Penerbit Goodwood

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/rambis.v5i2.5430

Purpose: This study investigates the impact of emotional intelligence and work ethic on the performance of State Civil Apparatus (ASN) at the Environmental Service Office of Bekasi City. Given the increasing demand for effective public service, understanding the role of non-technical factors in enhancing employee performance is essential. Methodology/approach: This research employs a quantitative approach, involving 126 operational employees as respondents. Data were collected through a structured questionnaire and analyzed using multiple linear regression with SPSS version 29. The study utilized non-probability sampling to select participants from the operations division. Results/findings: The results demonstrate that both emotional intelligence and work ethic have a statistically significant and positive influence on employee performance. This is evidenced by an F-value of 180.729 (Sig. = 0.001), indicating a strong combined effect of the two variables. Conclusion: Both of emotional intelligence and work ethic are critical determinants of ASN performance. Therefore, enhancing ASN performance requires more than technical competence; it necessitates the development of personal attributes and behavioral values that foster emotional regulation and ethical conduct. Limitations: This research is limited to operational employees of the Bekasi City Environmental Agency with a quantitative approach, and only includes variables of emotional intelligence and work ethic. The results cannot be generalized to other agencies or sectors. Contribution: Studies in human resource management that have focused on the impact of EQ and WORK ETHIC on productivity have benefited from this new data. In an attempt to boost ASN performance by enhancing emotional components and work ethic, these results are helpful for government organizations.

Managing Talent in the Digital Age: Implications for Generation Z Engagement and Satisfaction Novialumi, Anita; Rahmaningsih, Dinda Pradita; Sukirno, Sukirno
JURNAL MANAJEMEN UNIVERSITAS BUNG HATTA Vol 21 No 1 (2026): Jurnal Manajeman Universitas Bung Hatta
Publisher : Management Department, Faculty of Economics and Business, Universitas Bung Hatta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37301/jmubh.v21i1.29329

This study examines the effects of recruitment and selection, teamwork and management support, performance and career management, as well as income and compensation, on work engagement and job satisfaction among Generation Z employees in the digital era. The study involved 62 employees working in a food and beverage company in the Cikarang–Bekasi area, selected using a census sampling technique. Data were analyzed using descriptive methods and path analysis with Partial Least Squares–Structural Equation Modeling (PLS-SEM). Data were collected through an online survey distributed via Google Forms, consisting of 35 items measured on a five-point Likert scale. The results indicate that: salary and compensation, performance and career management, teamwork and management support, and recruitment and selection positively affect employees’ work engagement; these factors also have a positive effect on employees’ job satisfaction; and work engagement positively influences employees’ job satisfaction.

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